Compensation, Working Conditions and Professional Status

Purpose: This working group will present a direct challenge to recent reductions in compensation via stagnant salaries during times of inflation, furlough days, and attempts to end pension-related compensation. The labor market for principals and school administrators is primarily local, not national. Chicago does not compete against New York and Los Angeles for high quality school leaders; Chicago competes against Schaumburg Barrington, and Niles Township. As a result it must have a competitive system of compensation that gives our district a chance at attracting and retaining the best school leaders. This working group will analyze compensation levels in our local labor market and make recommendations for a CPS compensation model that attracts and retains skilled, knowledgeable, and experienced leadership for Chicago’s children. This group will also address issues such as compliance demands, protecting good principals from arbitrary LSC non-renewals, the “at-will” status of assistant principals, and promoting a higher status and increased respect for the work of Chicago’s principals and administrators.​The group will gather information and evidence in order to develop CPAA policy positions and policy recommendations in regard to REACH. It will also develop supporting materials to promote CPAA positions, and engage in direct lobbying to ensure our REACH policy recommendations are reflected in state and local policy.